Selected Publications / Presentations
- Kim, E., & Albelo, J. L. D. (2021). How faculty’s academic support influence first-year females in aviation: A qualitative case study. International Journal of Aviation Research. Accepted (In-Press). Retrieved from https://commons.erau.edu/student-works/163/
In order to combat the issue of underrepresentation of females, the present study explored the significance of faculty's academic support to first-year females in aviation. There is scant research surrounding the topic of faculty in higher education and their perspectives on academic support. This case study aimed to bridge the existing literature gap related to faculty’s academic support and teaching styles to first-year female students. The objective was to increase awareness of the importance of faculty’s academic support and better understand how academic support can be improved among other higher education institutions.
- Stevenson, L., Cuevas, H. M., Rivera, K. K., Kirkpatrick, K. S., Aguiar, M. D., & Albelo, J. L. D. (2021). Women’s perceptions of the aviation workplace: An exploratory study. Collegiate Aviation Review International, 39(1), 42-63. Retrieved from https://ojs.library.okstate.edu/osu/index.php/CARI/article/view/8211
The purpose of this exploratory study was to garner a better understanding of the factors contributing to women’s retention in aviation occupations in the United States. Results revealed similarities between women and men on perceptions about numerous aspects of their workplace, particularly job satisfaction, professional growth opportunities, challenging work, monetary benefits, non-monetary benefits, work-life balance, management practices, and aviation passion. However, results also revealed women reported significantly greater concerns than men on sexual harassment and gender bias in the workplace. Women also reported feeling less comfortable bringing concerns to management significantly more than men.
- Cuevas, H. M. (2021, May). Promoting diversity in aviation. Invited colloquium for University of Toronto, Human Factors Interest Group, 14 May 2021.
Promoting diversity is essential to ensure a strong aviation workforce in the future. This talk shared preliminary findings from our EQQUAAL (Experimental, Quantitative, and Qualitative Underrepresentation Analysis of Aviation Labor-force) project and described our current and future research plans. The talk was followed by an open interactive discussion on how we all can do our part to promote diversity in our personal and professional environments.
- Kim, E., & Albelo, J. L. D. (2020). Minority women in aviation: A phenomenological study exploring the needs and wants necessary to successfully graduate from a four-year Degree institution. Collegiate Aviation Review International, 38(2), 67-81. Retrieved from http://ojs.library.okstate.edu/osu/index.php/CARI/article/view/8075/7435
This research focused on underrepresented minority women who want to pursue a career in the aviation field and what factors affect their level of success in a specialized aviation higher education institution. Grounded in a qualitative methodology, this study aimed to bridge the existing gap in the literature related to minority women in aviation and their needs and wants to complete a four-year degree. The research objective was to raise awareness for equality of race and gender in aviation higher education institutions and explore the needs and wants that could lead to academic success for minority women.
- Stevenson, L., Cuevas, H. M., & Kirkpatrick, K. S. (2020). Racial diversity in aviation. Retrieved from https://commons.erau.edu/student-works/164/
This archival study was conducted to examine the representation of Black individuals, compared to White individuals, in five aviation occupations and four other specialized professions from 2009 to 2018. This study also quantified the percent change of Black pilots, compared to White pilots, across the 10-year time frame. Results highlighted a consistent lack of racial diversity across the aviation occupations and specialized training professions examined in this study. Percent change across the years was shown to be markedly erratic for Black pilots, while percent change for White pilots was relatively stable.
- Stevenson, L., Cuevas, H. M., Kirkpatrick, K. S., Rivera, K. K., & Aguiar, M. D. (2020) Gender diversity in the aviation workplace. Retrieved from https://commons.erau.edu/student-works/162/
The objective of this archival study was to examine the increase in the number of females and males from 2005 to 2018 for six aviation occupations in the private sector (civilian) in the United States. Results revealed females still comprise a very small percentage of the total workforce across aviation occupations. Change across the years was shown to be more erratic for females, compared to males.
- Halleran, M. S. (2019). Gender balance in aviation. Collegiate Aviation Review International, 37(1), 183-190. Retrieved from https://ojs.library.okstate.edu/osu/index.php/CARI/article/view/7821
Women continue to be a minority in STEM related industries today and are grossly under-represented as professional pilots. To exacerbate this disparity, there is a pilot shortage in the United States. Fewer women than men are earning degrees in STEM degree programs except in the Life Sciences. Universities must foster a gender balance in aviation degree programs by increasing the female student population at the college level to help create a pipeline of female pilots for the aviation industry. Universities and colleges should establish outreach programs that promote and support female STEM awareness as well as establish industry relationships to create collegial partnerships that lead to recruiting female students.
- Cuevas, H. M., Mullins, K. J., Summers, B. C., & Hancock, G. M. (2018). Creating amazing leaders. Proceedings of the 2018 HFES International Annual Meeting [digital USB]. Santa Monica, CA: Human Factors and Ergonomics Society.
Three elements for creating amazing leaders are: passion to effect change, mentorship, and opportunity. The objective of this alternative format session was to promote the development of future leaders in human factors and ergonomics. The session was organized as a mini workshop where attendees participated in break-out groups involving various interactive exercises targeting each of the above three elements.
- Hancock, G., Stowers, K., Bass, E., Cooke, N., Cummings, M., Cuevas, H. M., Gawron, V., & Larsen, N. (2018). Women's leadership in HF/E: Past, present & future. Proceedings of the 2018 HFES International Annual Meeting [digital USB]. Santa Monica, CA: Human Factors and Ergonomics Society.
The objective of this panel was to discuss professionalism and leadership in human factors and ergonomics, namely as they pertain to women in the field. The aim was to provide opportunities and guidance for extending the representation of women in leadership roles throughout the field.
- Mullins, K. J. & Cuevas, H. M. (2018). Mentors, mentees, and building a board of directors: The big questions in personal and career development through mentorship. Proceedings of the 2018 HFES International Annual Meeting [digital USB]. Santa Monica, CA: Human Factors and Ergonomics Society.
This paper discusses what effective mentor- and mentee-ship relationships look like, how to identify potential mentors, and how to be a mentor to others. The aim of this paper was to empower readers with new personal insight and skills to establish mutually beneficial mentoring relationships, both in their personal and professional lives.
- Cuevas, H. M. (2017). The mentoring game. Proceedings of the 2017 HFES International Annual Meeting [digital USB]. Santa Monica, CA: Human Factors and Ergonomics Society.
One of the most important benefits organizations can offer members is to contribute to their professional development by creating opportunities to establish mentoring relationships with other professionals. The Mentoring Game utilized a fun and interactive format to inform attendees about the importance of mentoring and create opportunities for participants to establish mutually beneficial mentoring relationships.